Wednesday May 8 is the day dedicated to recognising and celebrating the incredible value staff networks/resource groups bring to individuals, workplaces and wider society.

But what exactly is a staff network? And why do you need one?

A staff network is a group of colleagues, often with a shared heritage, experience or characteristic, that come together to support each other and the organisation for which they work.

It is a brilliant way to unite like-minded people and help organisations become more inclusive. If such networks are managed well, with the participation and full support of an organisation’s senior leaders, they can make colleagues feel safe, valued and empowered to create positive change.

Which groups need a staff network?

The most popular networks we see in organisations are for groups which are linked to the protected characteristics of the Equality Act 2010. including gender, faith, ethnicity, sexual orientation and disability.  However, they need not be limited to just these characteristics and people may find themselves belonging to more than one network.  Whilst a network may be created for people who share a particular characteristic, the best and most effective networks are open to all and include allies and champions of colleagues with protected characteristics.

Education and Understanding 

A key role of networks is to promote education and understanding.  Engaging with people who have different life experiences makes us all better people and better placed to do our work.  It brings empathy which leads to support.  And by listening to others, we allow people to have a voice and share their ideas. Networks enable a diverse workforce to become an inclusive one, bringing true equity.  By positively impacting workplace decisions, staff networks enable innovative approaches and lead to stronger organisations.

7 steps to a successful staff network

1. Be Clear on WHY you are doing it

Determine the focus areas, whether it’s promoting diversity and inclusion, providing mentorship opportunities or supporting specific communities within the organisation.

Asking yourself these questions before starting a new group will help you define your ‘why’.

• Why did we set up this network?
• What do we want to get out of it?
• Have we communicated our ‘why’ outside of our closed group?
• Do we have a network just for the sake of it?
• What do we want to achieve over the next year? (split this into 3/6/9/12 months)
• What should we call the Network – and why?

2.               Establish your founding members

Start small – think about who your founding members are

• Grow through communicating in a clearly defined and agreed way
• Be clear about who your members will be – remember to include allies as well as diverse community members

•          Assign roles within the network

Roles such as: Chair, Co-Chair, Content Manager, Wellbeing Manager, Champions etc will help give people individual purpose and also keep you focused.

• Be clear on who does what and match skill sets to those roles
• Who will be the administrator of the group; this is usually the network chair
• Offer training and guidance to help members effectively fulfil their roles within the network
• Identify passionate individuals within the organisation who are willing to champion the staff network. These individuals will play a crucial role in rallying support, driving engagement and advocating for the group’s goals

• Lead by example (and from the top!)
• Be an advocate and help promote inclusive behaviours and activities across the organisation.
• Support relevant activities and events, as appropriate. This could include talking to colleagues at their relevant location or setting up an area to promote a particular event.
• Develop, share and consider ideas as to how you might develop a more inclusive culture.
• Talk to appropriate internal or external stakeholders who may have a local affiliation to their relevant location for example charities and local community projects.
• IMPORTANT! Keep Senior Leaders updated – better still, ask one or two to join the network. Active participation and support at the top of the organisation will help you influence the decision makers who can effect change.

•        Plan your platforms

Deciding what space to use for your network is vital, but first consider what platform works best for your group.

If you’re trying to keep your communication less formal, you could use:

• WhatsApp
• Google Hangout Chat
• Virtual Meetings via Google Hangout
• In-person meetings at an agreed location

• Attract members

Ensure that the staff network is inclusive and welcoming to all employees, regardless of their background or identity. Encourage participation from individuals at all levels of the organisation and create a safe space for open dialogue and collaboration. Discuss topics and moments to keep the activity and awareness levels high such as:

• Inclusion Calendar events – days/weeks/months aligned to your Network’s area of interest
• Host talks or Q&A sessions with the founder members about their experiences
• Invite outside speakers to your organisation for a talk

7        Maintain momentum

It’s easy to lose momentum once the initial novelty of setting up your network has worn off. Here are some ways to keep progressing:

• Rotate the role of Chair of the meeting
• Mix up in-person and virtual sessions to include everyone
• Stay visible in your workplace – through posters in public places
• Organise meet & greet sessions for people to find out more they join

In addition:

• Map your Actions: keep notes of requests and follow-up ideas  – you can chair your meetings as you would any other at work!
• Measure Impact and Iterate: Continuously evaluate the impact of the staff network and solicit feedback from members to identify areas for improvement. Use metrics such as engagement levels, participation rates and the achievement of objectives to gauge success and refine strategies accordingly. 
• Share your impact and plans with Senior Leadership so they can see your initiatives are achieving a more cohesive, successful, settled and happy workforce. 
• Track your Progress  – make sure you celebrate your wins, even if they are as simple as making people feel a sense of belonging and being happier at work
• Share Everything  – every time someone new joins the business, you have a potential new member.  Keep talking about what you’re up to so people know you exist!

By following these seven steps and embracing the value of staff networks, organisations can create a workplace where every employee feels empowered, supported, valued and included.